BSBPEF501 Manage Personal and Professional Development - Desklib

This article discusses personal and professional development skills, performance management, and organizational principles. It includes a case study and development plans for self and team members. It also covers HR policies and procedures for professional development.

BSBPEF501 MANAGE PERSONAL
AND PROFESSIONAL
DEVELOPMENT

Table of Contents
TASK 1............................................................................................................................................3
1. Personal development and five personal development skills..................................................3
2. Five professional development activities.................................................................................4
3. Roles and responsibilities of team members at workplace......................................................4
4. Principles and techniques used in performance management measurement of team.............4
5. Principles and techniques included in organization.................................................................5
6. Principles and techniques included in organization.................................................................5
7. Personal and professional development activities...................................................................5
8. Technology used to plan and prioritize the work task.............................................................6
9. Explaining techniques for managing the health and well-being at workplace........................6
10. Organization human resource policies and procedures related to professional development
.....................................................................................................................................................6
TASK 2- CASE STUDY.................................................................................................................8
1- Accessing tech Dynamics documents including procedures and policies..............................8
2- Identifying and list responsibility and teams accountability using dot points and document. 8
3- Conducting research for maintaining health and well-being of myself and others.................9
4- Identifying and list personal and professional development chances for team members.......9
5- Developing at least three work aims.......................................................................................9
6- Determining at least three own development needs utilizing competency standards.............9
7- Developing a personal development plan for self-development using competency standard.
...................................................................................................................................................10
8- Determining work team and organizational demands...........................................................11
9- Assessing and prioritize organizational demands using priority matrix...............................11
10- Developing a professional development plan for team for the next three months..............12
TASK 3..........................................................................................................................................14
1- Identifying my as well as team role and accountabilities and organizational framework for
development of work aims.........................................................................................................14
2- Developing job description...................................................................................................14

3- Developing work aim and plan development activities that align with Tom's
accountabilities..........................................................................................................................15
4- Developing work goals and plan development practices that align with responsibilities of
Barry..........................................................................................................................................15
5- Determining organizational aims, assess team members work aims and plan development
activities for alignment..............................................................................................................16
6. List of personal and professional development activities......................................................16
7. Performance measures for assessing personal work performance against competency
standards....................................................................................................................................17
8. Meeting with team members and reflecting on own development needs..............................17
9. List of work task based on work goals and plans..................................................................18
REFERENCES..............................................................................................................................20

TASK 1
1. Personal development and five personal development skills
Personal development is the term which describes the activities which is designed for
enhancing the potential, talent and employability. The efforts which are made to improve the
personal skill and participation in development of those skills. The five personal development
skills are :
 Team work skills
 Time management skills
 Effective planning skills
 Problem solving skills
 Analytical skills
2. Five professional development activities
 Developing the knowledge base.
 Reflecting on own practice.
 Change in practice.
 Increasing and sharing expertise.
 Observing model and examples.
3. Roles and responsibilities of team members at workplace Understand the team strengths-
For a team member it is essential to have understanding of team strengths. It helps to
know its roles as a team member. This is responsibility of a team member to interpret its role and
performing it with best of its efforts (Franco‐Santos and Otley, 2018). All the members of a team
are mutually responsible for success and it can be ensured with understanding own role.
 Aligning the roles-
A team can only get success if all the members are giving their full. So with this regard
being a member there is need to align with others. Different roles and responsibilities are being
performed in a team so this is responsibility of a member to perceive its role and carrying out it
successfully.
 Collaborating with others-

Collaborating practise is one of the most significant role of a team member. A team is a
unit where all members put their efforts in order to fetch success to the entity. It is solely
possible with the help of apex collaboration.
4. Principles and techniques used in performance management measurement of team
The principles of performance measurement is to look and provide more focus on the
teams and individual for enhancing their efficiency. While more focus on teams is the term in
which value creation is driven more by team as well as individual. The correct principles in
influences the team and individual development and empowerment, such effective participation
of them in process of decision-making and treating them as partner in organization (Helmold
and Samara, 2019). Also, to improve the performance management should develop the
contributive and congenial culture so people can easily share their experience and it would
reflect positively towards their performance in achieving the organizational goals and objectives.
Techniques of this includes the various aspects in which the monitoring performance and
offerings are identified. By such techniques of taking feedback and progress check it improves
the functionality, the effective is techniques is based on the circumstances of organization.
5. Principles and techniques included in organization
Personal behaviour
Personal behaviour in the entity plays major role in which principles are discussed on the
basis of target functioning of behaviour such as avoidance, attention seeking. The management
encourages the behaviour by developing the better work culture.
Self-awareness
The major principles and techniques driven in this would be increasing the skills which
would be required for recognizing and labelling emotions for how it might affect the behaviour
choices (Tseng and Levy, 2019). The ability to read non-verbal and verbal cues, controlling
emotions with others are the fundamental for building the better relationship.
Personality traits identification
The principles are used to seek the that people differ from each other on the basis of
strength band intensity by basis trait concepts. The major three areas which briefly describes the
personality traits are consistency, individual differences and stability.
6. Principles and techniques included in organization
personal development plan

The major principles for personal development includes determining the goals, applying
the goals by own as well as setting up deadlines to make work progress in specific time period.
Personal goal setting
Setting the realistic goals on the basis of own abilities in which goals must be tough but
attainable (Alexander, 2018). According to the Locke and Latham five principles it improves the
chances for growth which describes the clarity, challenge, feedback, commitment and task
complexity.
Task prioritization
The task can be prioritized by making the list of all task effectively which briefly
describes about what needs to be done. Also, by evaluating the task importance and provide
favourable concern to those task first with procuring the amount of effort for the same.
7. Personal and professional development activities
In Tesco, the common professional development activities play key role in
 Improving the job performance
 Increased responsibilities and duties
 Job assignments
 Approaches to professional development
8. Technology used to plan and prioritize the work task
With good time management skills the task can be easily accessed and would be helpful
for working more effectively. The technology can be used for plan the work effectively would be
sources like utilizing the timers and alarms, planing it out by using online tool, using the online
calendar.
9. Explaining techniques for managing the health and well-being at workplace
The healthy workforce is the one who can provide the efficiency and productive of work,
every responsible employee should think about their health and safety. By following to the
several techniques will improve the health and well-being within work culture. Introducing the
cycle to work initiative is the better way to stay fit and healthy as such providing support in
working environment. Although, encouraging the positive life balance promotes the teams and
individual to work effectively and motivate each other with the same (Mashizume and et.al.,
2020). The manager must provide offerings and ways to become fit which would inspire
employees and short part of exercise can be crucial for boosting their physical and mental health.

Communication is essential for sharing the physical and mental issue to get the favourable
support and encouraging such conversations would be helpful for building the friendly culture at
workplace. In similar way arranging the get together session for making the significant and
common discussion.
10. Organization human resource policies and procedures related to professional development
Human resource policies refers to the principles body and rules of conduct that govern
the entity in positive relationship with employees. These are the formal rules and procedure
which business considered to hire, assess, train its members. Every organization requires policies
to ensure consistency in action and fairness in relation with individuals. The HR policies
includes : Recruitment and selection policy - to provide appropriate educated and efficient
personnel with offering wages, safety and security and better working conditions. Job assessment, incentive and wages policy - to identify the good wage rate and
allowance. Training and development policy – to procure the available facilities in training of
employees for provide better outcomes.
 Labour welfare policy – to enhance the business relations by developing adequate
machinery for settlement of conflict such as to provide the all essential facility for health
and other welfare program.
For such policies the procedures are made on the guidelines such as :
 Cooperation with all adequate law and regulations.
 Agreement with each other and reflection of correct and fair approach to individuals.
 Determining all aspects under which organization human resource policy will operate.
 Analysing the aim and objectives that entity wish to attain relevant to the department.
 Executing the policy by development of procedure in supporting the policy.
 Communication of procedure as well as policy adapted in entire organization.

TASK 2- CASE STUDY
1- Accessing tech Dynamics documents including procedures and policies.
A-
Organization accountability-
Team Dynamics LTD, have number of responsibilities such as it is accountable to help
employees in term of providing information and effective tools that they need to succeed in the
recent time. Another responsibility that organization have is customer satisfaction, which is
essential for firm to enhance in appropriate way.
My responsibility-
As a program manager, I am accountable to conduct varied practices and activities, as
well as prioritize different things such as implement system and effective procedures that help
personal & professional development of myself and others.
Team responsibility-
Group is accountable to complete their tasks and essential projects in the workplace,
which management expect from them to do so. Furthermore, team is responsible to take an
interest in the work that perform by the other group members and appropriately share suitable
information freely.
B-
Organizational framework-
 Team dynamics organizational framework encompasses different aims, and each aim is
related to specific concept or department.
 The first aim relate to IT, and another one is in the context of work breakdown.
 Furthermore, individual, consultation and department aims are also included in current
framework that help in workplace development.
2- Identifying and list responsibility and teams accountability using dot points and document.
My responsibility-
 To implement each process and system that help professional and personal development.
 To develop the best plan that help individual to grow rapidly and in productive manner
that aid to obtain desire outcomes in given time duration.
Team responsibility-

 Make a good and achievable commitment related to tasks that contribute to achieve target
aims and objectives.
 They are also accountable to focus on solving issues more than blaming each other for
the negative outcomes of any activity.
3- Conducting research for maintaining health and well-being of myself and others.
 Take break while working from longer time.
 Maintain positive life and work balance that help to keep healthy and good.
 Communication related to well-fare needs at work is essential.
 Help and support candidates to work toward long term aim achievements.
 Arrange get-together session to make important and general discussion.
4- Identifying and list personal and professional development chances for team members.
 Opportunity to be real, valuable and useful.
 Personal development opportunity include aim achievement and improve productivity.
 Opportunity that relate to professional development for team members is interpersonal
skills' development.
 Knowledge and competencies development.
 Productivity, performance and confidence enhancement that help to achieve target aims
and objectives
5- Developing at least three work aims.
 To collaborate appropriate and communicate clearly.
 To share important information and convey the same systematically.
 To achieve target aims and objectives with mutual understanding.
6- Determining at least three own development needs utilizing competency standards.
 I would prefer to fulfil my development need related to managing customer expectations.
 Another need is high extent of interpersonal skills and capability to deal with distresses
and unhappy consumers.
 Connecting and collaborating with key stakeholders is another development need,
regarding which I prefer to work appropriately, by using the best techniques and
implementing the same.

7- Developing a personal development plan for self-development using competency
standard.
Personal goal Priority Activity to achieve goal Target
Date
Cost Evaluation
Manage
customer
expectations
My priority
is to
achieve my
personal
aim and
that is to
manage
expectation
of target
market.
I would conduct specific
activity to do my work
achievable in form of
using digital technologies
to communicate with
target market that make
me capable to
comprehend their
expectations.
20/06/22 2500 It can be
evaluated
that I have
learnt how
to manage
the
expectation
of
consumer,
which made
a huge
difference
for me to do
my job as
program
manager.
Interpersonal
skills and
capability
I prefer to
prioritize
my
personal
developme
nt need
that is
current
one.
I take approach to utilize
e-learning technique that
help to develop or
achieve aim effectively.
25/06/22 3000 I have
developed
good
understandin
g related to
interpersona
l skills and
competency
to deal with
individual
stakeholder.

Connect and
collaborate with
stakeholders
I also
prioritize
another
personal
developme
nt need and
that is
effective
collaborati
on and
connection
with
trustable
stakeholder
s.
The activity that I prefer
to conduct to achieve aim
is utilization of short
course, communication
and collaboration
technologies.
30/06/22 36000 I have
developed
collaboratin
g activities
and
coordinative
skills, which
make my
work and
job differ
from the
others,
appropriatel
y.
8- Determining work team and organizational demands.
Work team demand-
 Team work, open and compete communication, honesty, reliability and truthfulness are
those demands that a team in the Team Dynamics require fulfilling appropriately.
Organization demand-
 Firm demand to increase productivity and performance level of employees that help to
achieve target goals of Team Dynamics in appropriate and effective manners.
9- Assessing and prioritize organizational demands using priority matrix.
Priority matrix is one of the best strategic framework that help individual to increase their
effectiveness by categorizing works, according to how long they take time and impact of
completing each task (The Action Priority Matrix, 2022). For purpose of assessing, organization
demands the current concept is applied in form of below table;
Important Not important
Urgent Do first
1- Team work
2- Open communication
Delegate
1- Weekly discussion
2- Daily group meeting

3- Collaboration
4- Coordination
5- Truthfulness
3- Reliability
4- Dependability
5- Mutual work related
understanding
Not urgent Schedule
1- Daily task discussion
2- Make daily changes
3-Daily training and development
session.
4-Continuous technology
implementation.
5- Plan and tactic changes
Avoid
1- Dishonesty
2- Disrespect
3- Lack of communication
4- Poor coordination
5- Lack of priorities
From above table, it has been clearly assessed that there are varied things that plays vital
role in the context of organizational development as well as individuals, which falls under the
category of essential and urgent.
10- Developing a professional development plan for team for the next three months.
Developme
nt needs
Priority How the development
needs will be met?
Target
Date
Cost Evaluation
Interpersona
l skills
I would like to
prioritize my
aim
achievement in
appropriate
manner such as
in term of
using
appropriate
tools and
techniques.
Short course is the best
activity that I conduct to
develop my need and
fulfil the same.
01/07/22 2000 I have
developed or
learnt
interpersonal
skill that
make my
professional
standard
differ in vast
manner.
ICTs To develop I would take initiative to 20/07/22 6000 I have

information
communication
technology
skill
use e-learning. 0 learned how
to work with
advanced
technologies
, as it differ
in huge way
to my
professional
standards
and make
me effective.
Effective
coordinatio
n and
collaboratio
n
To effectively
and
systematically
collaborate and
coordinate with
stakeholders
such as
employees.
I will take action to join
coaching session.
30/07/22 3500 I have
learned to
coordinate
and
communicati
on as well as
collaborative
work. It
made
different in
my
professional
standard in
term of
making me a
effective
collaborator.

TASK 3
1- Identifying my as well as team role and accountabilities and organizational framework for
development of work aims.
My role and responsibilities-
 My role is to oversee achievement of larger organizational aims and coordinate with
others in appropriate manner.
 My responsibility is to implement effective procedures and appropriate systems that
utilized in the context of development, either personal and professional.
Team role and accountabilities-
 The most important role of team members is to complete their task on time, without
making any mistake that put negative impact on organizational development and growth.
 Each team members is accountable to execute all the projects and tasks assigned by
leaders and their managers.
 They are also responsible to work with group to achieve weekly, or daily tasks as aim.
 Team members are accountable to maintain high extent of professionalism.
Organizational framework for development of work aims, defines varied objectives that
organization tend to achieve. It includes aim to achieve objective while tracking progress, and to
break down the work that make a candidate productive and effective.
2- Developing job description.
Job description for Tom-
Roles-
 The role of team member is to develop better understanding related to their work and
achieve target aims.
 Another role is to coordinate and collaborate with other members in ethical and
appropriate manner.
Responsibilities-
 Candidate is accountable to communicate effectively with consumers and comprehend
their expectations, that help to manage the same.
 They responsible to enhance customer satisfaction level, and retain them with brand for
longer time period.

 Along with above responsibilities, they accountable to enhance the standard related to
consumer service in the organization.
Job description for Barry-
Roles-
 The role of a desktop supporter is to develop the best programme and systems that
contribute to enhance organizational productivity.
 Candidate another role is to oversee and effectively maintain their computer as well as
others hardware & software systems.
Responsibilities-
 Desktop support specialist is accountable to install and configure computer hardware
and other types of systems that make work up to the mark.
 Candidate is accountable to appropriately monitor and maintain computer systems,
whether it is new or existing.
3- Developing work aim and plan development activities that align with Tom's accountabilities.
Goals-
 To develop wide customer base in form of enhancing consumer satisfaction level.
 To enhance customer service standard.
Plan development activities-
Tom can take approach to develop themselves personally and professionally, in form of
taking initiative to join a training session. It drives their performance toward making him
effective and productive as always. By conducting this activity and engaging themselves in that,
they obtain desire outcomes in form of making consumers happy and satisfy about what they
purchase or use. Training and development session give them power to grow rapidly and achieve
target aims systematically, without making any mistake that affect negatively upon their work
and organizational success.
4- Developing work goals and plan development practices that align with responsibilities of
Barry.
Aims-
 To develop the best software that help to reach desire results.

 To keep each system up to date that increase productivity.
Activities-
In the recent time, there are different types of technologies and approaches accessible in
the world that individual person utilize to develop themselves professionally. In case of Barry,
they can approach to join a course work, which allow, to develop skills that enable to fulfil the
responsibilities, which they have. They can utilize offline and online courses as well, for purpose
of obtaining desire outcomes and achieving target aims, related to professional career, in
effective manner within short term period, without facing varied challenges.
5- Determining organizational aims, assess team members work aims and plan development
activities for alignment.
Organizational aim is to enhance customer satisfaction and build wide as well as
productive workforce, among which each candidate required to perform their tasks productively
and with good confidence level.
Team work aims are work breakdown, aim specification, etc. It can be assessed that each
aim and objective, whether it is individual or team member is effective as it directly put positive
impact on organizational success.
Activities-
Training, online and offline both are the best development activities that are associated
with accountabilities that individuals have and accountable to perform their role accordingly.
They may take benefit of enhancing their knowledge and effectiveness in the context of aim
achievement.
6. List of personal and professional development activities
In the context of tom and Barry they are aligned with customer service in which the
professional skill would be common. In their specific areas they can develop the personal
development of such skills or activities in order to improve their services. For tom
communication, problem solving and positive language activities would be appropriate for
procuring the favourable services. In Barry context those same activities would be implemented
but as such it describes the duty of desktop support which require the very strong and effective
communication skill with background in IT, so it will facilitate them to achieve better outcomes.

7. Performance measures for assessing personal work performance against competency standards
Graphic rating scale, forced ranking and management by objectives are three major ways
which considered for measuring the employee performance.
Graphic rating scale -
It is the typical graphic scale uses sequential numbers like 1 to 5 to rate the individual
relative performance in particular area. Scale are frequently concerned for rating behavioural
components which can be identified as understanding job task or participants in decision-making
process. The frequency which employee conduct in certain task or behaviour like always,
occasionally, frequently and never approach to work on time. These scales can be adapted by
business needs and observing the work performance of employees.
Management by objectives -
It is also called as management by results, in such way manager and employee will work
together in forming objectives. There goals are combined with objectives as well as aligned with
organization goals and performance will be measured and evaluated (Mantzourani and et.al.,
2022). The employee will get better understanding in of expectations and their participation in
process that reflect positively in foster better communication and improved motivation. By this
workforce productivity and efficiency will be improved.
Forced ranking -
This controversial management tool will be suitable for yearly evaluation to analyse the
best and worst performing employee of organization by using person to person comparisons.
Further, employees are divided into three groups first it describes about the individual who are
mostly engaged in activities, passionate about work. Second group is totally opposite in which
employee are not engaged with each other but significant for organization success as they are
abundant. Third group of employee, who are commonly non producing procrastinators.
8. Meeting with team members and reflecting on own development needs
In order to meet with my team member such as assessor and trainee as such I get
feedback from them regarding to my personal skills which must be improved. In sharing the
views and ideas with them I found out that I am having poor problem solving skills as such
facilitated by assessor. Also, in further discussing I observed that there is lack of time
management skills which also negatively impact on performance of others. On the other hand I
also get some positive feedbacks where I found that my communications skills are most effective

where mostly team member were favourable with those quality of work. I have good team
leading as well which helps to provide better assistance to member of team and enhances their
productivity of work. Overall by discussion I will develop my weaker skills to improve the
quality results that will positively impact on team member and increase them to work more
efficiently.
9. List of work task based on work goals and plans
List of work goals as a manager
 catering the good communication style
 monitoring professional development goals
 being smart and selective with constructive feedback
 making good use of interpersonal skills Making time for gratitude
List of team members
Tom -
 Developing wide base of customer base.
 Measuring the customer service.
 Speeding up the response time process.
 Increasing the customer satisfaction level.
 Enhancing the customer service standard. Creating customer centric culture.
Barry -
 Developing best software in supportive for desirable results.
 Keeping system up to date to increase productivity.
 Building strong and effective communication.
 Monitoring and maintaining computer systems.
To build strong ability in multitasking.

REFERENCES
Books and journals
Alexander, J., 2018. Financial planning & analysis and performance management. John Wiley
& Sons.
Armstrong, M., 2021. Performance management.
Franco‐Santos, M. and Otley, D., 2018. Reviewing and theorizing the unintended consequences
of performance management systems. International Journal of Management Reviews. 20(3).
pp.696-730.
Helmold, M. and Samara, W., 2019. Progress in performance management: Industry insights
and case studies on principles, application tools, and practice. Springer.
Iraci, J., 2017. The Digitization of VHS Video Tapes–Technical Bulletin 31. Technical Bulletin.
31. p.2.
Mantzourani, E. and et.al., 2022. Reflections of mentors and mentees on a national mentoring
programme for pharmacists: an examination into relationships, personal and professional
development. Research in Social and Administrative Pharmacy. 18(3). pp.2495-2504.
Mashizume, Y. and et.al., 2020. Experiences within a cross-cultural academic exchange
programme and impacts on personal and professional development. British Journal of
Occupational Therapy. 83(12). pp.741-751.
Schleicher, D.J. and et.al., 2018. Putting the system into performance management systems: A
review and agenda for performance management research. Journal of management. 44(6).
pp.2209-2245.
Tseng, S.T. and Levy, P.E., 2019. A multilevel leadership process framework of performance
management. Human Resource Management Review. 29(4). p.100668.
Online
The Australian Records Management Standards and Policies. 2019. [Online]. Available
Through: <https://miktysh.com.au/australian-records-management-standards-policies/>
The Action Priority Matrix. 2022. [Online]. Available Through:
<https://www.mindtools.com/pages/article/newHTE_95.htm>

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